Adult learning principles should be used to successfully convey information throughout an organization, whether through a particular training program or a more broad organizational learning effort.
Adult learning principles, in addition to these concepts, can help organizations improve their training programs. This blog is designed with those concepts in mind, and it will show you how to apply them to your organization’s training programs.
The crucial elements for successful and profitable corporate training are adult learning principles. Learn about adult learning principles and how they apply to online workplace training.
We know that learning as a child and learning as an adult are two quite two completely different things. That is why we use the terms ‘pedagogy’ and ‘andragogy’ to define them. The fundamentals for an efficient corporate online training program are, therefore, andragogy or adult learning principles.
Pedagogy vs. Andragogy: How do They Differ?
“Pedagogy” refers to a child’s learning path and includes best practices for supporting children in learning easily. On the other hand, “andragogy” refers to an adult learner’s learning journey and includes best practices for making their learning process easier.
During training, all of an adult’s qualities come into play. The very first stage in creating an effective adult learning program is to understand adult behaviors and expectations.
Malcolm Knowles, an American educator, proposed five principles of adult learning. Considering these principles, here are 5 ways you can weave andragogy into your online training.
Here are five Adult learning principles to consider when creating an online training program:
Explain to learners why the training is essential
With so much going on at home and work, adding another responsibility is simply something that needs to be explained. Perhaps the bravest of us would raise our hands in class and ask, “Why do I need to know this?” “Because,” was the best explanation I’ve ever heard, but the honest answer would have been, “You don’t.” Neither of those responses is enough for working people, especially because learning is not a substitute for, but rather an addition to, their everyday tasks.
We don’t learn because we’re instructed to as adults; we learn because we want to. Adult education is more about asking, “Why is this important?” than it is about exploring. ‘How would this learning benefit me?’ Or ‘How will this knowledge help me?’
Corporate learning is significantly more focused. Workplace learning is introduced not merely for the sake of learning, but to help people improve their job skills. As a result, the first and most crucial principle for creating an engaging and effective online training program is to address the topic, “What’s in it for me?”
The most effective approach to do so is to use SMART Performance-based Learning Objectives, which tell learners what they will be able to accomplish (perform) once they complete a course.
The Importance of Self-Directed Learning
Teaching children, as previously stated, is all about inspiring them to explore, nurture their natural curiosity, and come up with new and intriguing ways to learn. However, this investigation cannot be completely unguided, which is why children require supervision and are consequently directed by curriculum and canons as children. Adults, on the other hand, prefer to pursue their interests.
Adult education is most effective when it is self-directed rather than imposed. This self-directed learning can be motivated by either interest or utility, but the learner must have control over the process. How can you provide self-directed training to your employees? So…here are your responses.
The barrier between business and personal life is becoming increasingly blurred as the world becomes increasingly digital. Accessing information has never been easier than it is now, thanks to the mobile revolution. Employees today choose to learn that they can access at their leisure, whenever and wherever they want.
Learners can manage the ‘where’ and ‘when’ of their training with mobile learning.
The Need for New Information to Be Connected to Existing Knowledge
We have no preexisting views of the world or experiences that can influence our perception when we learn as children. As a result, learning is simple to absorb and requires little reflection or connection.
Learning as an adult, on the other hand, is a whole different experience. Adults aren’t empty vessels. They are the result of their education, upbringing, natural surroundings, and life experiences. These elements have an impact on our ability to learn. That is why it is critical to link new information to existing knowledge. Learning will become a fragmented process if such connections are not made.
Within online training, there are numerous ways to link new information to previous learning.
- Pre-assessments allow students to review what they’ve already studied and seen how much of it they remember.
- Learners can use refresher classes to reinforce what they’ve learned after a long period, which can assist them to avoid forgetting.
- Maintaining a chronology and homogeneity in training content can also aid learners in connecting new information with previous learning.
Motivating and rewarding your employees is essential
People frequently say that there is no reward without effort. True! However, the inverse is also true. Most people are motivated to work harder by the prospect of a reward. Adult learners in a corporate training situation are particularly susceptible to this. Employees are frequently motivated to complete training with flying colors by friendly competition among peers and the satisfaction of victory.
Employees’ self-esteem, influence, and progress are increased by gamification features in online training such as reward points, leaderboards, scores, and levels, as well as the good old incentives of bonuses and promotions.
The importance of a Problem-solving Approach
The need to fix issues promotes adult learning more than anything else. Learners must integrate information learned through training into real-life applications to understand how to address job-related issues.
Only when employees can transform knowledge into job skills is online training considered successful. Within L&D, there is a rising conversation about how learning processes might be made more experiential, such that learners don’t only simply receive knowledge but actively engage in it. Here are a few instructional design concepts that can help you achieve your goal:
- Learners are given a real-life/fictional challenge to solve in case studies. They learn about the problem’s origins, how it will affect their work, and how to address it.
- eLearning courses are designed to simulate job contexts and conditions so that students can learn, explore, and practice in real-world scenarios.
- Learners are given a situation in which they must make critical decisions, each of which has a different outcome. Employees will understand how their activities have consequences in this manner.
How Kloudlearn can help you with a better training experience?
By adopting a Learning Management System (LMS) such as Kloudlearn into your training program, you will be able to enable the use of gamification in training programmes, giving learners a range of methods to interact with. Also, with our mobile learning tool, you can provide a seamless learning experience for your employees by allowing them to learn on the go and give your employees the freedom to learn what they want when they want.
For more insight into how eLearning design and development can make your workplace training more learner-centric and effective, schedule a demo with us right away.